Partnership to fight against discrimination in employment

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Partnership to fight against discrimination in employment: What if : Youth from the suburbs could overcome discrimination to access important positions within the largest French corporati

Paris, FranceParis
Project Stage:
Start-Up
Budget: 
$10,000 - $50,000
Project Summary
Elevator Pitch

Concise Summary: Help us pitch this solution! Provide an explanation within 3-4 short sentences.

Project is to offer companies a new recruiting service, diversity oriented, in order to fight against discrimination through employment.

The new offer was co-created and co-branded between our two organizations (Mozaïk RH & Experts), enhancing the strenghs of each partner.

About Project

Problem: What problem is this project trying to address?

In France, young graduates living in disadvantaged neighborhoods and suburbs are suffering from a high level of unemployment (twice that of the portion of the general population with comparable qualifications). The problem is in part due to systemic discrimination in the recruiting process. Companies target the same schools and recruiting channels, which are still unreachable for most graduates from modest backgrounds.

Solution: What is the proposed solution? Please be specific!

To change recruiting processes, our project aims to create a common recruitment service to allow companies to detect and recruit graduates from different backgrounds. We joined a non-profit organization (Mozaik RH) and a for-profit company (Experts) to create a recruitment service which includes diversity oriented sourcing. Experts helps opening the companies'doors for Mozaïk RH applicantes !
Impact: How does it Work

Example: Walk us through a specific example(s) of how this solution makes a difference; include its primary activities.

Even in early talks with a big french bank, we've already made them question their procurement policy in terms of recruitment. Our solution will allow them to recruit differently : they will not only include but demand diversity.

Spread Strategies: Moving forward, what are the main strategies for scaling impact?

Expected impact: – raise awareness among buying directors about the need to include diversity "lots" within calls for bids that include a recruitment element. – Increase the geographic scope of the partnership through taking advantage of our partner's wide network of agencies, enabling us to access new job markets and corporate partners. – We seek to ensure at least one hundred job placements per year thanks to this partnership. - We hope to be a model for all recruitment agencies and to encourage the promotion of diversity in their processes.
Sustainability

Marketplace: Who else is addressing the problem outlined here? How does the proposed project differ from these approaches?

To our knowledge, no other partnership of this type has been created within the recruitment industry, since it is rare for a for-profit and non-profit organization providing similar services to collaborate. We were able to overcome the financial considerations in order to create a partnership based on mutual trust to tackle an important social issue. It is only this collaboration between the for- and non for- profit sectors that will effectively bring change.
Team

Team

We have selected four project leaders, two from each partner, who meet twice annually to follow-up on the implementation of the partnership. The four were divided into two teams, each with a representative from both partners, including the two directors, in order to divide up clients and awareness raising activities. It was important to select the directors of each organization to motivate both teams and to access the highest spheres of the corporate world.
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